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Absence Matters: Intermittent Absences

Intermittent leave has caused headaches for absence management professionals since the Family and Medical Leave Act (FMLA) was enacted in 1993. However, many don’t realize that intermittent leave isn’t just an FMLA consideration and that it can be a helpful tool.

RTW Showcase: Leave Pain Points and Employer Solutions

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Managing employee leave can be complex due to various leave options available or required by local, state, and federal laws, including the Family and Medical Leave Act, the Americans with Disabilities Act, and employer-sponsored leave programs. Employers are experiencing common issues, which can help guide future solutions.

Employer Perspective: Avoiding the Rabbit Hole

Black and white grid funnel with a white rabbit jumping down the center
The COVID-19 pandemic taught the County of Orange team a lot about how to support employees and avoid the rabbit hole of dark possibilities when it comes to disability management precautionary practices. For human resources and disability management professionals who seek to balance employee demands with employer requirements for service or product delivery, the pandemic reaffirmed the need to communicate and follow established accommodation processes.

Does Telework Affect Workplace Absences and Employee Well-Being?

Woman sitting at computer pinching the bridge of her nose
While the evolution of work has been constant, COVID-19 was a significant catalyst in making the traditional office model more flexible. As company executives debate whether they should offer hybrid or remote options, data shows a mixed picture of how telework affects employee health and wellness and does confirm that work-from-home options save everyone money.

5 Things Employers Need to Know About Accommodating Long COVID

Table saying Long Covid with a stethoscope laying on the edge of the tablet
Realizing that effective accommodations exist for virtually all limitations and restrictions and that accommodating a worker may have a positive return on investment and allow employers to avoid financial liabilities are invaluable insights for every organization looking to maximize workforce effectiveness. Long COVID, like all business challenges, presents an opportunity to organizations that address it directly and act to support their employees’ health and wellness.

The CEO’s Desk: ADA Compliance 101

The work we do is personal. It’s meaningful, and it’s fraught with nuances and liabilities, especially when we talk about the Americans with Disabilities Act (ADA). And since most employers manage ADA claims internally and track them manually, how do we steer clear of legal quagmires? One way is taking an individualized approach.

DMEC News: July 2022

White talking sign saying What's New? hanging from a string on a red background
Get updates on the 2022 DMEC Virtual Annual Conference, the Absence Plan Design and Practices Benchmarking Survey, the latest microcredential course focused on Connecticut leave laws, workplace accommodation pulse survey results, and more.

The Disabled Workforce: Curbing FMLA Abuse

two sets of hands reviewing a document
While the FMLA was created “to balance the demands of the workplace with the needs of families,” many employers struggle to establish ways to battle misuse and abuse. What can HR professionals do to curtail unnecessary FMLA leave while supporting employees who take the leave they truly need? Discover who is taking leave and have conversations with those employees, including suspected abusers of leave.

Leave Technology: Tracking New Leave Policies

Hands on keyboard with legal icons popping up including a document with a seal on it, a search, equality balance, courthouse, and gavel
While it is challenging to monitor and comply with leave legislation or regulations, there are tools and tactics to help employers of all sizes stay on top of changes to ensure compliance.

FMLA Intermittent Requests for Planned Treatment

woman dr listing to the heart of a male patient
Intermittent leave under the FMLA continues to challenge employers. Regulations require employees who need leave for planned treatment to make reasonable efforts to schedule treatment in a manner that does not unduly disrupt operations, but employers still struggle with employees who fail to follow this process.

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Lindsay Lueken

VP, Disability & Leave Operations

BROADSPIRE

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Alice Cotti

VP, Government Segment Business Solutions

AFLAC

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Seth Turner, Chief Strategy Officer
Seth Turner

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ABSENCESOFT

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